Chapter 1: Give every child the best start in life

Although there are laws against pregnancy discrimination in the workplace, discrimination still occurs. It's estimated that 54,000 women in England a year feel they must leave their jobs due to pregnancy or maternity discrimination.
(Department for Business, Energy & Industrial Strategy. (2022). Government backs new law to help pregnant women and new parents stay in work)

We know that discrimination has real consequences for a pregnant employee's career, including reduced salary and lack of promotion. It also has health consequences for them and their babies. The most common health risk related to pregnancy discrimination is an increase in mother's stress, which can increase their risk of antenatal depression. This stress can also lead to lower birth weight and increased visits to the local doctor. The longer-term impacts on the mother's health remain where mothers continue to suffer poorer health, depressive symptoms and parental stress.
(Hackney KJ, Daniels SR, Paustian-Underdahl SC et al. (2021). Examining the effects of perceived pregnancy discrimination on mother and baby health. J Appl Psychol. 106(5):774-783)

In the UK, pregnant employees have four main legal rights:
(GOV.UK (2022). Pregnant employees' rights.)

• paid time off for antenatal care
• maternity leave
• maternity pay or maternity allowance
• protection against unfair treatment, discrimination or dismissal

To improve a more positive environment and offer support, businesses can:

1. Help negotiate parental benefits for their employees

A manager's initial reaction shapes perceptions of future and therefore can impact on stress levels. It's key to support employees and to maintain an open dialogue with employees.

2. Offer flexible work options

Managers can help pregnant employees by offering flexible work arrangements, such as remote working and flexitime. To support pretreatment pregnant employees, it's key to normalise that flexible working arrangements are rights, not special privileges. 

3. Accommodating time off for healthcare appointments

Antenatal care requires attending regular and increasingly frequent health care appointments and is not just medical appointments - it can include antenatal, relaxation classes or parenting classes if they've been recommended by a doctor or midwife. Allowing pregnant employees to leave early, arrive late and/or work remotely when they have appointments is critically important for the health of the baby and employee.

4. Facilitating interactions with co-workers

Employees who feel supported by both co-workers and supervisors/managers benefited from the largest reductions in postpartum depression and quicker physical recovery following the birth of their child.

5. Intentionally creating an inclusive organisational culture

Inclusive behaviours signal that all employees are welcomed and valued, no matter their gender, health, parental status or other dimension of difference. This makes it more possible for employees of all identities to thrive. Managers can ask questions about their pregnant employees' experiences at work and actively listen to what pregnant employees have to say.

Gateshead Council has a 'maternity scheme' which applies to all pregnant employees regardless of the number of hours worked per week (it excludes teachers, who are covered by a separate policy). The Council also has an 'adoption scheme' and a 'paternity scheme'.

Within each scheme, it clearly states who and what is covered. For example, in the maternity scheme, pregnant employees have the right to paid time off for antenatal care whereas for the adoption scheme, employees are given up to three days' paid time off to attend pre-adoption training, which helps them understand the adoption process. Paid leave is provided, with the length depending on length of service. 

Keeping in touch (KIT) days are also incorporated in the policies, which is important for both employers and employees as they are intended to facilitate a smooth return to work for all.

It is evident that Gateshead Council, alongside its partners including health, police, and fire and rescue service, strive to have positive environments for pregnant women and their partners, as well as for employees who are adopting. There's opportunity to keep sharing good practice across the sectors.